Does the validity evidence justify use of the ps anyway

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Reference no: EM13109307

Q. "From the Book Staffing Organizations, case study (Conducting Empirical Validation and Adverse Impact Analysis) on the "Yellow Blaze Candle Shops":
1. Is the Promotion Score (PS) assessment a valid predictor of performance as a store manager? Would you recommend the PS be used in the future to select salespeople for promotion to store manager?

2. With a cut score of 7 on the PS, would its use lead to adverse impact against women against minorities? If there is adverse impact, does the validity evidence justify use of the PS anyway?

3. Illustrate what are limitations of this study?

4. Would you recommend that Yellow Blaze now actually use the PS for making promotion decisions? Explain why or explain why not? "

Below data are answers to the preceding questions above(for your ref):

B. Conducting Empirical Validation and Adverse Impact Analysis (Yellow Blaze)

1. Average PS score:
For whole sample = 6.7
For males = 6.7
For females = 6.6
For nonminority = 6.6
For minority = 6.8
2. Correlation among PS scores and performance ratings = 0.41
Significance of the correlation coefficient = P < 0.024
3. Adverse impact (selection rate) :
For males = 53%
For females = 47%
For nonminority = 65%
For minority = 35 %

Reference no: EM13109307

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